#employeerelations

The Employee Forum met to discuss ServiceFirst updates and the University budget. Staff members expressed significant concerns about potential layoffs. The ServiceFirst initiative aims to centralize university roles for cost savings. A Board of Trustees resolution also requires $16.5 million in administrative cuts. Employees feel undervalued and fear job insecurity due to these changes.

https://www.dailytarheel.com/article/university-employee-forum-meeting-feb-2026-20260210

in one of Verizon’s big European countries today they operate in today they announced establishment of Employee form. Interesting cuts are coming by the sounds of that.

Uniondale office has been used since early 1990s. Leased space trimmed down year after year to what is only one floor now. “Rumor” says entire location closing 9/1 with notice to be given 6/1. Take the Long Island railroad commute to NYC or resign. Approximately $5000 annual cost. No word if it’s 200 Park Avenue (Grand Central station) or downtown Greenwich office (train ride, subway ride, then a few block walk to the building). For most in the building commute will be 60-90 minutes one way when currently it’s 15-45 minutes. Best estimate is this affects 300 people, all of whom are well aware of the “rumor”. Also “rumored” is the closing of the Franklin Avenue location of wealth management (20-30 people?). Progress tells us to be robotic commuters, sit in small desks in a football field sized environment, everyone wear the obligatory BNY vest or Eliza jacket, whisper so as not to disturb colleagues, watch higher ups use their offices, never get a glimpse of the C suite, arrive early, stay late or be subject to ridicule. Leave home at 6AMish arrive home at 8PMish. Sounds attractive?

Badge swipes, the president of SMS going desk to desk to make sure we are here, constant questions about where we are.

So glad I've given 10 years of my life to a company who thinks we deserve to be treated this way.

In a follow-up message on Monday, Werkmeister said the workforce “adjustments” included less than 5%, or 90, of the company’s 1,800 employees.

https://vnews.com/2026/02/09/newport-g-n-maker-layoffs/

The answer to ensuring our pay rises at the rate we want (above inflation, to keep the structure the same over time) is simple: we need to unionize. Asking in town halls anonymously why it makes sense for hourly pay to pass staff isn’t going to get a pay raise. Wondering when we’re going to get ours because the union gets theirs won’t do it. The company won’t raise pay out of kindness; only to retain the required talent to operate. Gathering together to negotiate pay terms together is the path to set us free. I see you. We need to unionize and move as one, not as individuals.

Factoring in vacation, sick days, holidays....how many days do people actually need to reach before getting flagged for not complying? I'm aware that eleven days equals 100 percent.

Spend five clicks minimum on SalesChat to prove you’re engaged.

Help train AI systems designed to eventually replace your role.

Accept shrinking commissions so executive comp stays intact.

Stay chained to a desk eight-plus hours a day, regardless of performance.

Bounce between internal tools and dashboards to signal productivity.

Operate inside an expanding web of apps built more for monitoring than selling.

Daily workflows dominated by internal systems, compliance tools, and activity tracking.

An environment where optics often outweigh outcomes.

Operate primarily as a quote generator - processing pricing requests instead of driving strategy.

Go “all-in” and be grateful you have a job.

I know a few have asked. I received a letter in the mail yesterday detailing my bonus information. I was not contacted via email, phone or anything in workday.

The only way Fiserv can survive if it can go back to the George/Les/Jeff era - Respect employees! Fiserv has no employees. Most fired, rest shifted as an expense to Infinite, and Frank sold all his shares for $550M.

Think.,,,

what an irony !
"it's a choice we're making
let's start giving"

to start the townhall with this song and words.
nothing but greed, let's get pay increases with double numbers % in the top.

https://thehill.com/opinion/technology/5726509-valuable-employees-corporate-layoffs/amp/

We may get our paychecks from NTT and have an NTT email address, but we're still the serfs or property of the 'Other company'. Nothing has changed for us, other than throwing a couple of NTT managers into the mix. The toxicity, gas-lighting and manipulation hasn't gone away, infact there is little more of it from the NTT side now.

Also it has become apparent that there are different variables or opportunities that come into play as compared to a real NTT employee. And that is we have none. Instead of being mentored or given the opportunities to further the paths of our own choosing. Obstacles are thrown in our way and under the table deals are forged to prevent one from pursuing anything other than what has been dictated or desired by those above us.

Should you voice your concerns or issues to a manager. Expect the repertoire of how everything is your fault and have your tried to find employment with another company.

If one could sum it up, it would be in the song 'Hotel California'.

So is it true what I am hearing that if some people are giving there notice they are trying to convince them to stay , i hope that is not true you really can’t don’t that and i hope these people don’t listen. do what is best for you. think will this place will be in a year

Why are there so many rumors about reduced packages, or people not getting one at all? I haven't heard anything concrete. Is this just conjecture, or is there a real change coming?

after ki-ling myself overworking and getting a raise and great review. Just got laid off today! Anyone else?

I worked for the CSC and got JE last year. I could tell it was coming because a lot of our work was being moved to India and they were lying to the employees about it. The customers started complaining because of the language barrier and general lack of knowledge of these overseas agents. Does anyone knows the current status of the CSC? Are there any employees still left in the USA or is it entirely in India now?

Following are brief recommendations on how Managers may approach Strategic Realignment discussions with associates:

1. Opening Remarks (Smile, but not too much)

• “Thank you all for joining today’s discussion about our exciting next phase.”
• “This initiative is part of our commitment to agility, efficiency, and other words that sound positive but mean ‘change is coming.’”
• “I want to reassure you that this is not a layoff. It is a realignment. The difference is mostly semantic, but Legal insists we say it.”

1. Key Messages to Deliver (Without Laughing)
   A. “We are evolving as an organization.”
   This means:
   We are eliminating roles, but we’re calling it evolution so it sounds like nature’s fault.
   B. “We are aligning talent with business needs.”
   This means:
   Some of you are no longer aligned with the business.
   Or the business is no longer aligned with you.
   Either way, alignment is ending.
   C. “We are optimizing our global footprint.”
   This means:
   Your job is moving to a place where the company pays people in gratitude and snacks.
   D. “We are committed to transparency.”
   This means:
   We will tell you everything we can, except the things we can’t, which are most things.

2. How to Answer Employee Questions (Without Actually Answering)
   Q: “Is my job safe?”
   A: “Great question. What I can say is that every role is being evaluated for future alignment.”
   (Translation: No.)
   Q: “Why did my performance rating drop?”
   A: “We’re using a new calibration model to ensure fairness and consistency.”
   (Translation: We needed numbers.)
   Q: “Why didn’t we issue a WARN notice?”
   A: “We are fully compliant with all regulations and are executing changes in a phased, thoughtful manner.”
   (Translation: We sliced the layoffs into tiny pieces like a corporate ninja.)
   Q: “Why is my role moving to Pune?”
   A: “We’re leveraging global centers of excellence to maximize efficiency.”
   (Translation: Labor arbitrage.)
   Q: “Why do I have to return to the office when my team is remote?”
   A: “RTO strengthens collaboration and culture.”
   (Translation: Attrition tool.)

3. Tone Guidance (HR Requires This Section)

• Be empathetic, but not so empathetic that employees think you can help them.
• Be supportive, but not so supportive that employees think you know what’s going on.
• Be confident, but not so confident that employees think you’re safe either.
• Avoid humor, unless it’s the unintentional kind created by corporate jargon.

1. Phrases You Must Use (Even If They Make No Sense)

• “Future‑ready workforce”
• “Talent optimization”
• “Cross‑functional agility”
• “Global alignment”
• “Strategic redeployment”
• “Enhanced operational cadence”
• “Employee‑centric transition pathways”
• “Right‑sizing for long‑term success”
  (Note: Do not use the word “layoff.” HR will appear behind you like a ghost.)

1. Phrases You Must Avoid (At All Costs)

• “Layoff”
• “Firing”
• “Job elimination”
• “Cost‑cutting”
• “Offshoring”
• “WARN Act”
• “Unemployment insurance”
• “My badge didn’t work this morning either”

1. Closing Script (Read Slowly, With Forced Optimism)

• “I want to thank each of you for your continued dedication during this exciting period of transformation.”
• “We are confident that this realignment will position us for long‑term success.”
• “Please check Workday for updates to your role, location, reporting structure, job title, and employment status.”
• “If you have questions, please reach out to HR. They have been fully briefed on how to not answer them.”

1. Manager Reminder
   If anyone asks you a question you don’t know how to answer, simply say:
   “We’re still finalizing details.”
   This phrase is legally safe, emotionally neutral, and universally applicable.

My team got hit. Me, another senior architect and my manager!

Been here for 3 years. They mentioned "financial struggles".

FYI, I'm on the I.T. side working with Epic.

What’s going to happen to the Imperial Staff at Norman Wells after its closure later this year ?

I assume they were accounted for in the Sept decision a slated for a severance ???

I heard the money was good up there, su-ks for all affected.

Anyone surprised? Me neither. I'm not moving to Houston even if they offer it, which I'm sure they won't for most of us.

Current Severence policy not accessible online! Can someone else check? Policy might be changing...

Has anyone had their raise talk with their manager yet? What % raise are people getting? I haven't had mine yet.

Not entertaining sh-t anymore and not doing anythjng extra. As someone forced wfh, im not reaping the benefits of any hard work and have watched peers who have no competent cell in their brain get promoted. Now idgaf and will do bare minimum. Staff wants to fu-k off. Oh well i’ll mark them meets regardless. Doesnt matter anyone when hi---r and his hr crew falsify performance anyway so why not let them fu-k off more than they do

I’ll write out a full response pushing back on a bad decision or unfair comment, then sit there staring at it. Pushing back sounds reasonable in my head, but I also know full well it's an easy way to get labeled as difficult by management. So I delete it and stay quiet, not because I agree, but because protecting my reputation feels safer than being right. It's exhausting having to police myself like that.

Shouldn't we be operating at peak efficiency by now considering how many times we've had to go through optimizations and reorganizations, all accompanied by layoffs? Yet I never see any improvements after any of these, I only see things become progressively worse.

Has anyone heard when Phase 2 of RTO will take place? Assuming outer offices will return 5 days and remote employees given a chance to move closer to an office. Do we think management has already been fighting for remote works to be given an exception ( I’m referring to those in Sales)

MST home dispatch tech use and abuse company assets. They drive 100K-200K bucket trucks to their home and back to their home garage everyday. Big V8 6.3 L engines use a lot of gas and insurance on top. Also, with MST high pay and only have .5 job per tech a day per tech how is that saving company money and liability.
There are rules to follow when joining home dispatch program. Following the rules helps save gas and time and wear and tear on a vehicle used to drive to work and to home. But MSTs abuse this program from driving to the garage every day and dispatching at the garage. Making a stop at the grocery store to grocery shop in the company vehicle before driving home. Not closing your last job at the job site and instead, drive home and being still dispatched on your work ticket and then closing the job when you arrive home. I follow the rules, and I do not want the home dispatch program to go away because of MSTs taking advantage of the abuse. Also, MST managers are favoring many MSTs and letting the home dispatch MSTs do what ever they want. STOP ABUSING THE HOME DISPATCH PROGRAM YOU MSTs. You know who you are...

Do as I say and not as I do and you'll go far at Gainwell. That should be the motto and on all the employee literature.

We'll change the rules all of a sudden and tell you it's always been that way. And you're supposed to believe it. <- Sounds like a cult, right...

Regular employee makes a mistake and it's the end of the world. A manager makes a mistake 20 times worse and it was simply a forgivable human error.

Multiple managers want you to put together a statement, each with their own sl--t to the story. <- It's all the same truth, right.....

Make a promise to gain what you want, then pull the promise with the worst reason ever.

All this in one day, living the dream folks.

I found this response from the post titled "R2 layoff chatter is fake news" from earlier today

"@OP I was in Finance. Until they asked me to move to BR, then offered me the standard year buyout since I decided not to move to the armpit of the world (that information should tell you my level.)

There is another five-figure layoff coming about a month post consolidation. Then ~5k in Q4 again. That was plan A. Plan B was ~5k now, and five-figure in Q4, depending on how well QAM-less TV goes (how many onshore engineers they need to fix things) and how quickly/easily Frontier comes online.

Don't forget the 6k heads from Starry, as well, that'll be coming in April. Which will not be profitable, and will fold like a cr-ppy pair of BlueJeans. Or the brilliant Lowell acquisitions of AOL and Yahoo.

Target HC (the key metric for layoffs) is ~78,500 heads.

I just accepted an offer with a growing company (more money, but have to be in office; can't be perfect, I guess.) Cashed out my (frozen, small) pension and stock together awards to an IRA, with stocks that actually perform.

I enjoyed the semi-continuous axe swinging for my 26y, made good money (but not great, after testing the market), left with a fat check to go make more elsewhere.

Telecom has become a race to the bottom. That'll necessitate less HC, lower salaries, and smaller businesses. You're going to see more reductions, with a far smaller RIF package in the future. I worked through the BCs. It's coming.

Couldn't be happier to be out..."

Anyone else who was laid off on 12/19 get their cell phone shut off? I tried calling 800-922-0204 and it referred me to the VZ internal website that I can no longer access

To those who have been RIF'd, I'm sorry. I hope that you find something better.

Does anyone else experience the guilt when you are left when other are cut??

I am questioning the legal and ethical implications of this 'relative grading' framework within a publicly traded organization like WF. I would like to know where employees can formally inquiry about the compliance of this policy or file a grievance regarding its implementation. Beyond the legalities, this system reflects a culture shift that prioritizes internal competition over sustainable performance. It raises a critical question for all of us: is this an environment that truly values its talent, and is it a place where long-term career growth is still viable?

WF has formally adopted a 'Stack Ranking' (or relative grading) framework. This methodology is a documented corporate policy, with comprehensive manager training sessions to standardize its implementation.

For example,when a manager uses a 200% (just example here) performer as the baseline, several things happen:
Burnout: When "doing the job" is no longer the standard, and instead "beating the best" is the goal, employees eventually hit a wall.

Toxic Competition: Colleagues stop helping each other because your success might lower my rating.

The "Moving Goalpost" Problem: If everyone improves, the 200% bar just moves higher, and someone is still stuck at the bottom regardless of their actual output.

Go to any of the other banks' board on layoff.com and it's the same as Citi - people complaining about RIF's, forced low rankings, little raise completely out of touch with modern inflation and lowered bonuses...bank of america, JP, Wells, BNY, State Street. All of those boards look identitical to Citi's layoff board. Yet, bank's profits, including Citi, are high and stocks at record highs.

What's the issue for such low employee morale at big banks?

Horizon Blue Cross Blue Shield of New Jersey will lay off 242 employees by April 26. A Worker Adjustment and Retraining Notification filing confirmed this. The cuts slice away nearly 5% of the company's U.S. workforce.

https://wrat.com/2026/02/05/horizon-blue-cross-blue-shield-of-nj-to-cut-242-jobs-by-april-amid-financial-pressures/

I have been around Nike for a bit and it seems when leadership all disappear layoffs happen. I noticed this happened this last few weeks in NXT anyone notice the same thing happening?

I was layed off AFTER thw all clear email went out. Way to break my heart..

I have talked to several Betriebsrat members and HRBP. I also had a conversation with a member of the supervisory board. Here’s my perspective.

Layoffs are a last resort. CK and the board intend to resort to them only if the share price falls below €150 in Europe. This would enable them to push it back over €165, which would be a relief. Otherwise, it serves as a bargaining chip.

How does it function as a bargaining chip? The executive board members lack empathy. They often say so many inappropriate things about employees that they spend a significant portion of an earnings call apologizing for their previous comments.

Layoffs can decrease the number of elected Betriebsrat and Supervisory Board members.
Layoffs foster a submissive workforce that complies with management directives.
Layoffs are particularly challenging to implement in Germany, France, and other European nations.
Layoffs are costly and will diminish the funds the board wants to allocate for share buybacks.
Layoffs will attract negative media attention and lead to expensive PR costs.

Even if layoffs occur, they will NOT target the highly paid executives and area heads and managers earning over €250k annually. Their backing is too crucial for the board. Therefore, if layoffs do take place, SAP will likely let go of thousands of employees who are not deemed worthy. Like you and I.

But then how is it a negotiation tool? Well, it's what made performance management possible. It allowed them to cancel or reduce almost all benefits. And it enabled them to decrease salary budget this year. A lot of job postings have been pulled and we're in a semi hiring freeze. Travel budget is close to non-existent for teams yet executives and managers are able to travel a lot.

They won. They created a hostile atmosphere where everyone is scared to speak up. And they will continue to threaten us with layoffs till there is no spirit left in anyone at the company.

But this is just my theory and I don't know this for sure. What are your thoughts?